Multi-state Regulation Coordination! Learn How Employers Can Ensure Compliance with Current, New and Proposed State Specific Laws!

Many companies have challenges keep track and keeping up with all the workplace laws and regulations that impact companies with more than 20 employees when they are in one state. Think of the challenges when the company has locations in multiple states and even across International locations. Companies are at risk for several workplace laws that can impact many parts of an organization. From staffing, hiring, compensation, background screening, employee leave management, performance, social media, public sector, termination and discrimination are just some of the areas that will impact the risk management in companies and companies should take this seriously.

Here are other factors that can impact the risk for multi-state organizations:

• Employee applications
• Pre-employment testing
• State New Hire Reporting regulations
• Paid leave laws
• Pay equity
• Employee wages/minimum wage
• Employee classification
• Drug testing
• Smoke free workplaces
• Immigration compliance
• Non-compete agreements
• Severance agreements
• Non-solicitation
• Employee handbooks
• Equal Employment Opportunity Commission (EEOC) discrimination and harassment
• Retaliation
• Domestic Violence, Sexual Assault and Stalking Polices
• Independent Contractors vs. employees
• Employee training & development
• Meal and rest periods
• Overtime
• Transgender policies
• Family Medical Leave Act (FMLA) & Military Leave
• Workplace safety & health
• Employee discussions about their pay or work conditions
• And strict off-boarding and termination requirements

As you can see, the list above is not exhaustive. In fact, it does not include all the workplace regulations that are indicated in some of the states. Although the list is daunting, there is light at the end of the tunnel.

• To identify what state specific regulations, must comply?
• What multi-state regulations they need to be aware of and what policies they need to create?
• Which multi-state regulations impact Employers more than others?
• Which new laws have changed the playing field for Employers to reduce risk?
• What policies can be created to mitigate all the new regulations?
• Whether to create policies or create an Employee Handbook to mitigate multi-state laws;
• What communication strategies need to be developed to ensure effective communication by Employers to employees on the many multi-state regulations
• What tools need to be used to arm Employers with the many resources that will help them mitigate these regulations?
• Which regulations carry more risk than others?

• What has been the historical perspective with regulations established?
• Why were these regulations created?
• What has driven regulatory agencies to create the many workplace regulations and laws?
• What has been the most helpful regulations created?
• What has been the most challenging regulation for Employers?
• What are the types of challenges that impact Employers from multi-state organizations?
• What are the best practices for organizations with multi-state locations?
• How can we use technology to mitigate the challenges Employers face with multi-state locations?
• What resources can assist organizations in creating strategies to mitigate multi-state challenges?

Fines and penalties lead the list of compliance concerns in multi-state laws. What works in one state will not work in another. A company without a knowledgeable HR professional or compliance resource can get drowned in all the ways that the multi-state differences can be confusing, time consuming, multifaceted and complicated to ensure that an organization complies.

As a compliance officer for organizations, I was able to provide resources for the organizations that helped them navigate the numerous workplace compliance challenges. The goal is not to train you to be an expert in each of these areas, but to be aware enough to mitigate compliance concerns and make you a champion in your organization.

This webinar will help you identify the many workplace regulations that impacts not only state specific organizations but, it will help identify the numerous regulations for multi-state organizations.

All Attendees will receive a Volatile Termination Checklist and a Federal Workplace Poster Compliance Checklist.

• All Employers
• Business Owners
• Company Leadership
• Small business owners
• Managers/Supervisors
• Compliance professionals
• HR professionals

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).